Spotlight on Flex

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

This month, we are pleased to share insights from Evynn Overton, Principal in the Baltimore office of Beveridge & Diamond PC.

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success through your schedule?

Evynn Overton: I had my first child during my third year of law school, and I knew heading into the work world I needed and wanted a job with flexibility. I learned I was pregnant while I was a summer associate at Beveridge & Diamond (B&D). When I received my offer, I spoke with the firm and asked if flex options were available as an incoming first year associate. The firm said absolutely; they encouraged and supported my schedule from the very beginning. I started as a reduced hours, first year associate in the fall of 2004 at a 60 percent schedule and was in the office three days a week. Read more

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

This month, we are pleased to share insights from Jami Mills Vibbert, Senior Associate in the New York office of Norton Rose Fulbright.

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success through your schedule?

Jami Mills Vibbert: After clerking for a federal judge in New Orleans post law school, I started as an associate at the firm (which was then Fulbright & Jaworski LLP) in the New York City office. We lived in New York for two years, and then my husband, a doctor, received a job offer in Philadelphia. I wanted to stay with the firm, but there was no office in Philadelphia. I spoke with Linda Addison (now Managing Partner of Norton Rose Fulbright US), who was at the time the NY office Partner in Charge, and explained my situation. Without hesitation, she made it clear the firm didn’t want to lose me and would work with me to find a suitable arrangement.

That was six years ago. Ever since then, I commute daily from Philadelphia to New York. I’m still on a 100 percent, full time schedule, however, I’m physically in the office from 10 – 5, four days a week. Three hours of those four days are spent on the train, and I formally telecommute one day a week. While some of my colleagues may perceive that I work less hours, that’s not the reality. I just work differently and still bill the same hours as they do. Read more

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

This month, we are pleased to share insights from Megan Devaney, Partner in the Chicago office of Winston & Strawn LLP.

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your career?

Megan Devaney: Before I went to law school, I was a consultant for Accenture. I loved it there, but I was traveling all the time. When I looked at my five and 10 year plan, I knew I didn’t want to be on a plane every Monday and come home on a Thursday. This was before I was married or had children, but even then, I knew having flexibility with my schedule was important to me. I switched paths and went to law school, summered at Winston & Strawn, and joined the firm as a first year associate.

In 2011, I was a fifth year associate on maternity leave when I started thinking about flex at the firm. I talked with other attorneys working reduced hours and approached the firm about flex for me. I made it clear I wanted to make partner and work on matters that would advance my career. The firm fully supported my choice to work a reduced annual hours schedule at 85 percent. I’ve been reduced hours ever since, and I made partner while on this schedule. Read more

The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

This month, we are pleased to share insights from Kristine Sendek-Smith, Partner in the Washington, DC office of Akin Gump Strauss Hauer & Feld LLP.

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your career? How have clients contributed to your flex success?

Kristine Sendek-Smith: As lawyers, we have varying degrees of “Type A” personalities, and work-life balance implies equilibrium. But that’s not reality, and it’s hard for a lot of us to come to terms with. I like the Alliance’s term “work-life control” instead; flexibility is a delicate thing, and what works for one individual may not work for another. But technology, along with a give-and-take attitude, will help keep the trains running wherever you are.

Even though I started my legal career as a summer associate at Akin and then as a first year litigation associate here in 1997, I left in 2000 to work for a small environmental defense firm. My career path then took me to the US Attorney’s Office in Baltimore, Civil Division, for five years. While there, I had my daughter and started working a part-time schedule. I was lucky to be in a division with wonderful, female mentors, some of whom were also on a reduced hours schedule. In 2010, I returned to Akin on an 80% schedule (meaning, for me, I’m out of the office on Fridays), and I became partner while working flexibly. The firm has been amazing with supporting and implementing its Reduced Work Schedule Policy under the leadership of our chair, Kim Koopersmith. Last year, we elected 14 new partners, of which three were on a flex schedule.

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The Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

This month, we are pleased to share insights from Beth Dickstein, Partner in the Chicago office of Sidley Austin LLP.

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your career? How has flexibility made your career more sustainable?

Beth Dickstein: After 24 years of working flexibly, I think I offer a unique perspective. I’ve been with Sidley Austin for 27 years, and I started on a flex schedule as a third year associate when my son was born – that was 24 years ago! I was at a 70 percent schedule, then moved to 80 percent, and now am at a 90 percent reduced hours schedule. I still come in every day, and there are times when I work from home. Looking back, it’s amazing how much flexibility has changed over two decades.

When I first contemplated working flexibly, there weren’t many women partners, and there were even less working “part-time.” There was one partner in the Tax group who worked one day from home, and it seemed to be working. I took that as a positive sign both personally and from the firm’s perspective. I wanted my Fridays completely off so I could use it to volunteer in my kids’ classrooms. (I also have a daughter who is now 22). In 1993/1994, the technology we have today that facilitates flexibility and telecommuting wasn’t there (or was just starting) – there was no internet, email, cell phones, etc. So when I was off on Fridays, I was off.

Sidley has always advocated for the success of women and flexibility. This type of support made my Fridays at home work. Because the technology wasn’t in place yet, I gave clients my home number and told them to call it if they ever needed to reach me. This simple gesture showed my commitment, and I appreciated their support of the work arrangement. I rarely received a call at home, but I know clients still appreciated the gesture nonetheless. I always felt I was fully backed by the clients, the firm, and the partners I worked with – as long as my work was getting done (and done well) they had no issues. I was able to work, be a mom, and participate in my kids’ activities without the guilt from either side.

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